工程研究——跨学科视野中的工程2026，Vol.18Issue(4)：482-497,16.DOI:10.3724/j.issn.1674-4969.20260081
中国四代核电工程中的人才队伍组建模式研究
Research on the Talent Team Construction Mode of China's Four Generations Nuclear Power Projects
摘要
Abstract
With the rapid arrival of the artificial intelligence(AI)era,the bottlenecks constraining industrial development have fundamentally transformed.This trend has made the energy sector a focal point of global capital markets.According to projections by the International Atomic Energy Agency(IAEA),global energy demand will surge to 2.5 times its current level by 2050.Among various energy sources,nuclear power is emerging as the most promising option for future human society,owing to its low generation costs and stable,green power output.This study examines the organizational structure and operational arrangements of China's nuclear power talent system.Guided by the objective laws of nuclear power development,the high-quality advancement and sustainable operation of the nuclear power industry depend enduringly on a professional,appropriately scaled,and tightly organized talent workforce. First,a review of the global evolution of nuclear power technology reveals a standardized international classification system that divides nuclear reactors into four generations.The first generation was developed to verify the feasibility and safety of nuclear power generation,while the second achieved commercial viability based on the feasibility and safety validated by its predecessor.The third generation represents an optimized and upgraded version of the second,with its core design philosophy focused on preventing core meltdown accidents and significantly enhancing operational safety.The fourth generation refers to advanced next-generation nuclear energy systems,encompassing all innovative reactor designs that move beyond traditional boiling water and pressurized water reactors.An analysis of the evolutionary path from the first to the fourth generation shows that the global nuclear power industry has entered a mature stage,with each generation exhibiting widely recognized industrial standards and distinct technical characteristics. Second,emerging industries typically face inherent dilemmas in their early developmental stages,such as ambiguous technical pathways,limited public awareness,and incomplete supporting systems.Resolving these challenges largely depends on the capabilities of outstanding talents.This study focuses on exploring the talent development model in the nuclear industry.Through sociological approaches,the characteristics of top-tier talents in nuclear power engineering can be identified,revealing the common attributes of industry pioneers.These attributes offer a viable cultivation path for outstanding nuclear power professionals.Specifically,exceptional talents should receive rigorous,advanced scientific education in their youth to establish a solid theoretical foundation.In the early stages of their careers,they should be placed in suitable positions to fully apply their professional expertise.Throughout their careers,an open,inclusive,and science-oriented social atmosphere should be fostered.Appropriate incentives for researchers'major achievements are essential,as a sound scientific reward system serves as a crucial institutional driver and guarantee for generating original scientific innovations. Third,in accordance with the basic principles of social stratification,the talent structure in any field presents a pyramid shape,categorizing talents into three hierarchical levels:top-tier,middle-tier,and grassroots-tier.Based on the evolutionary process of four generations of nuclear power technologies,the high-quality development of China's nuclear power industry depends on a well-structured pyramid talent system.At the top of the pyramid are academic elites in the energy sector and decision-makers in nuclear energy administrative authorities,responsible for formulating national nuclear power development strategies and determining core technical routes.The middle tier consists of nuclear power experts,professors,leading administrators of nuclear-related institutions,and senior management of secondary subsidiaries of central state-owned enterprises.Their core responsibilities include refining macroscopic development plans and demonstrating the feasibility,safety,and economic viability of technical routes.The grassroots tier undertakes the specific implementation and operational work of nuclear power projects. As a sophisticated modern engineering system,nuclear power is inherently technology-intensive.Historical experience indicates that only a highly professional and competent workforce can ensure the widespread adoption of clean,safe,and cost-effective nuclear power.A systematic review of nuclear-related disciplines reveals a diverse distribution with distinct functional orientations across universities,public research institutions,nuclear enterprises,and vocational colleges.Universities and public research institutions primarily focus on undergraduate and postgraduate education,as well as cutting-edge nuclear scientific research and technological exploration.In contrast,nuclear enterprises and vocational colleges place greater emphasis on vocational skill training tailored to practical engineering scenarios. Lastly,the focus will be on the current training of nuclear power professionals.Consistent with the development patterns of all high-tech industries,the nuclear power sector enters a window of major technological transformation upon reaching maturity.The first three generations of nuclear power technologies adhered to a linear iterative development model,achieving overall industrial progress through partial technological innovations.Breaking this iterative paradigm,fourth-generation nuclear power technology abandons the technical frameworks of traditional pressurized water reactors,heavy water reactors,and light water reactors.Although the fundamental principle of nuclear power generation remains unchanged,fourth-generation technologies employ completely different power generation mechanisms compared to their predecessors.The research and development of fourth-generation nuclear power represent zero-to-one technological breakthroughs in an uncharted technical field with no global precedent.This necessitates a fundamental reform of traditional talent cultivation paradigms,integrating critical thinking and open innovation into technological research and development.It is foreseeable that future talent cultivation will focus on training specialized professionals to tackle the core technical bottlenecks of fourth-generation nuclear power. Artificial intelligence and nuclear power talent are of equal importance.At present,in practical industrial scenarios,interdisciplinary talents who are proficient in both nuclear power technology and AI algorithms are extremely scarce.To address this talent shortage,a dual-track cultivation strategy is proposed.The first track involves strengthening university-enterprise cooperation between higher education institutions and nuclear enterprises.An interdisciplinary and industry-university joint cultivation model can be adopted in higher education to nurture compound talents skilled in both AI and nuclear power technologies.The second track focuses on the existing talent pool of nuclear enterprises,promoting the cultivation of applied interdisciplinary talents through professional technical training and enterprise-specific AI talent certification systems. The talent development and training models adopted by China's nuclear power industry are applicable across all industries.关键词
四代核电/人才队伍/金字塔人才架构/人工智能+核电/校企联合培养Key words
fourth-generation nuclear power/talent team/pyramid talent structure/artificial intelligence+nuclear power/university-enterprise joint training分类
社会科学引用本文复制引用
谷昭逸,李侠..中国四代核电工程中的人才队伍组建模式研究[J].工程研究——跨学科视野中的工程,2026,18(4):482-497,16.基金项目
国家社会科学基金项目:强化现代化建设科技人才支撑的实现路径与对策研究(23AZD040) （23AZD040）
